REPORT OF THE
NCAA MINORITY
OPPORTUNITIES AND INTERESTS COMMITTEE (MOIC)
INFORMATIONAL ITEMS.
Association-wide.
a.
Office
for Diversity and Inclusion update. The committee received an
update regarding the role of the Office for Diversity and Inclusion and the
search for its vice-president. The
reporting structure was discussed; the committee requested that it be provided
with an organizational chart once the position is filled. The firm conducting the national search
is DHR International. Staff reported
that the anticipated hire date for a new vice-president would be no later than
July 2005.
b. NCAA
coaching programs. The committee received a report on the
NCAA Coaches Academy, noting that participants provided positive feedback about
the program. The committee also
received an update on the three tiers of the NCAA coaching program and discussed ways to expand outside the sport of football. The committee questioned whether the mission had changed, with
the focus being more on providing information and adding to participants' skill
set versus preparing them for head coaching positions at Division I
institutions. The result should be
more individuals of color prepared for various levels of leadership. The committee noted that the programs
should promote the advancement of coaches in Divisions II and III and increase
opportunities for minority female coaches.
The committee also discussed ways to be more proactive in the recruitment
of participants.
c. Matching
grants for advancement of minority women coaches program. The committee received an update on the
program and noted that $165,000 in grants was provided to seven groups, as
follows:
(1) American
Volleyball Coaches Association.
(2) Black
Coaches Association
(3) Black
Women in Sport Foundation
(4) National
Federation of
(5) Sports
Explorer.
(6)
(7) Women’s
Basketball Coaches Association.
Annual reports are
submitted to the NCAA by the recipients of the grants.
d. Leadership
Institute for Ethnic Minority Females.
Staff reported that members of
the selection committee had met to identify facilitators and develop criteria
for class selection. The first
class session will take place June 24-26.
e. Fellows
program. The committee received an update on the
NCAA fellows program that included profiles of those selected. It was reported that all three divisions
are well-represented in the current class, which met at the 2005 NCAA
Convention in Dallas, Texas.
f. NCAA
internship program. The committee received a report on the
NCAA internship program and noted revisions to the application process. There was discussion on how to increase
the number of minority males within the program. Staff indicated that applications now
are available for online submission and provided the gender and ethnic
breakdown for the 2005-2006 class.
g. American Indian mascots. Staff reported that May 2005 is the due date for institutions to respond to the self-evaluation, noting that four institutions have responded to date. It was also noted that a six-month extension of the submission deadline was requested by and granted to one institution. The committee discussed ways to hold institutions accountable for this issue and suggested that disincentives be created to ensure that institutions comply with applicable NCAA legislation. The subcommittee and staff will review the committee’s recommendations from its previous survey and make recommendations back to the committee.
h. Employment
registry. The committee received an update on the NCAA
employment registry, noting that there is discussion on how the registry will
be used. The target date for
implementation on the NCAA Web site is June 2005.
i. Strategies
to increase minority hiring. The committee discussed strategies to increase minority hiring and
referenced the Black Coaches Association Minority Hiring Report Card as a way
to address the lack of minorities in head coaching and upper athletics administration. The committee suggested that a summit or
task force be convened on this issue and noted that Deano Curris of the Millennium Group, as well as the Askew Group, be
contacted in order to assist in developing strategies to increase the numbers
of minorities in these key areas.